The study focuses on Lesotho‟s Public Service. The aims of this study were to examine the factors that led to the repeal of the Public Service Act No.13 of 1995. This study looks at the legislative constraints and attitudes of civil servants towards unionisation in the Public Service. It also outlines the relevant provisions of the Public Service Act No.1 of 2005; the changes that have occurred since its inception. Findings show that the Public Service Act No.13 of 1995 was repealed in order to reform the Public Service. The Ministry of the Public Service implemented five-year strategic plans to reform the public service. Changes have occurred in the public service since the inception of the 2005 Act; however, they differ from ministry to ministry. The respondents included public officers from the Ministry of the Public Service, Ministry of Justice, Law Office, Ministry of Employment and Labour, Ministry of Planning, the Ombudsman Office, Parliament, different ministries, the International Labour Organisation (ILO), the Congress of the Lesotho Trade Unions (COLETU) and the Lesotho Public Service Staff Association (LEPSSA).

In an article, “Corruption and Governance Challenges: The South African Experience”,1 the Public Protector commented that corruption and good governance sit at the opposite ends of the spectrum. While good governance represents the ideal for governments, corporations and nations globally, corruption is a scourge that decent people, organisations and governments seek to eradicate. In the simplest of terms, corruption involves the abuse of power for private gain.The Public Protector further stated that it should be a concern to everybody that in post-independence Africa, certainly in South Africa, the accumulation of riches (in most cases, very sudden) is venerated even in the absence of visible means of accumulating the riches. South Africa has battled with corruption since the days of apartheid. Post-apartheid South Africa is a more open society and more opportunities have been created for detecting, exposing and prosecuting corruption. South Africa‟s approach to corruption is multipronged. The main pillars according to the Public Protector are the law, anti-corruption agencies, and public mobilisation.This studyhas attempted to attend to the challenges of managing misconduct relating to fraud and corruption that appear to weaken our democracy. Fraud and corruption is a complex phenomenon that requires managers and supervisors to possess a specialist technical knowledge in order to be effective in punishing those that are involved in this type of misconduct. The tendency currently is for the managers and supervisors to place suspected corrupt employees on a prolonged pre-cautionary suspension for a period that is not supported by law. This of course weakens the employer‟s case as they tend to rely on the outcomes of the proceedings in the criminal procedure before they institute disciplinary action against such culprits. Workers could be criminally prosecuted for this type of misconduct in terms of the provisions of the Prevention and Combating of the Corrupt Activities Act. Employers always enjoy the right to criminally prosecute workers who have committed acts of fraud or corruption but that must go concurrently with the institution of the disciplinary proceedings in terms of the collective agreement, if there is any. This study will show that the act of misconduct relating to fraud and corruption is a complex phenomenon that poses a threat to the global security. This study also takes a closer view of the provisions of international instruments and institutions such as the United Nations and International Labour Organisation. It further, does a detailed analysis of the provisions in other foreign jurisdiction like Canada. This is consistent with the provisions of the Bill of Rights as enshrined in the Constitution:Section 39(1) of the Constitution of the Republic of South Africa demands that when interpreting the Bill of Rights, a court, tribunal or forum: a. Must promote the values that underlie an open and democratic society based on human dignity, equality and freedom; b. Must consider international law; and c. May consider foreign law. Section 1 of the Labour Relations Act, states that the primary objects of the Act are: (a) To give effect and regulate the fundamental rights conferred by section 23 of the Constitution; (b) To give effect to obligations incurred by the Republic as a member state of the International Labour Organisation. Section 3 of the LRA further stipulates that any person applying this Act must interpret its provisions:(a) To give effect to its primary objects; (b) in compliance with the Constitution; (c) in compliance with the public international law obligations of the Republic.This treatise further shows the importance of the Constitutional values and principles that govern the Public Administration in terms of Chapter 10, section 195.Of importance the elements of fraud and corruption are discussed in this study.This study also gives a detailed analysis of the case laws that give guidance on how best to deal with and successfully punish employees involved in misconduct relating to fraud and corruption.

This thesis traces the reform of civil service through the nineteenth century from the development and growth of the spoils system to the death of William McKinley in 1901.

published_or_final_version / Public Administration / Master / Master of Social Sciences

No description available.

Implementation of the performance management policy for the Malawi has been held back by a number of factors. There have been indications that suggest that there were some problems resulting in differential implementation of the policy by government’s ministries and departments. In this study the purpose was to find out the factors contributing to this non-implementation of the policy. The research question was; what factors are contributing to the implementation or non-implementation of the performance management policy for the Malawi Civil Service? The study used a qualitative research methodology and questionnaire administered interviews to collect data. The main findings from the study was that implementation of the policy was being hampered because of the complex nature of the public service, absence of follow ups and management support, lack of consultations and motivation factors. The conclusion drawn from the study is that the factors identified are manageable. Therefore, the Department of Public Service and Management and other concerned stakeholders can reflect on the issues revealed by this study, consult widely and put in place necessary mechanism that could ensure successful implementation not only of the performance management but other future polices as well.

Thesis (M. P. A.)--University of Hong Kong, 2007. / Title proper from title frame. Also available in printed format.

Thesis (M.S. in Management)--Naval Postgraduate School, June 2003. / Thesis advisor(s): R. Marshall Engelbeck, Lee Edwards. Includes bibliographical references (p. 133-134). Also available online.

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

published_or_final_version / Public Administration / Master / Master of Public Administration